Companies Hiring This Month: July

At the midpoint of 2010, many people who were looking for jobs at the beginning of the year are now employed. Many people who were laid off a year or two ago due to recession-related cutbacks no longer need to find employment.

However, the unemployment rate is still high and millions of unemployed people are looking for the right job. In addition, many workers who are currently employed feel trapped in their positions because they believe no one is hiring right now. Although employers aren't hiring at the same rate as they were five years ago, they are hiring.

No job seeker should feel like there are no options available. For proof, look no further than this list of employers who are looking to hire new employees right now. Across the country, companies in different industries need talented workers to fill open positions. You could be one of those workers.

Here are 26 companies hiring in July:

1. Allied Wireless Communications Corporation

Industry: Telecommunications

Sample job titles: Network engineers, sales, IT, curriculum developers

Location: Ark., Colo., Ga., Idaho, Ill., N.C., Ohio, S.C.

2. Ann Taylor

Industry: Retail

Sample job titles: Store manager, designer, merchandiser, planner, marketing manager

Location: New York, N.Y., Durham, N.C., Seattle, Wash., Pittsburgh, Penn., Mission Viejo, Calif.

3. Argo Group US

Industry: Insurance

Sample job titles: IT project manager, network engineer, underwriting associate, staff accountant, business process engineers, property claims adjusters, claims examiners

Location: Nationwide

4. Avon Products

Industry: Consumer goods/beauty

Sample job titles: District and divisional sales managers, associate and senior brand managers, designers, IT specialists and research scientists.

Location: Sales management positions are nationwide; IT, marketing, research and finance positions are in the greater New York area; supply chain positions are in Calif., Ga., and Ohio.

5. Batesville Casket

Industry: Death Industry

Sample job titles: Territory sales representative, quality engineer, Lean practitioner

Location: Manufacturing facilities in Manchester, Tenn., Batesville, Ind., Vicksburg, Miss.; sales representatives work from home nationwide.

6. Birch Communications

Industry: Telecommunications

Sample job titles: Customer service, sales, repair technician, IP engineer, NOC manager, accounting, technical support, district sales manager

Location: Nationwide

7. CareFusion

Industry: Medical device/health care IT

Sample job titles: SAP administrator, clinical operations project manager, sales consultants, HR service center, HR service delivery

Location: San Diego, Calif., Chicago, Ill., El Paso, Texas, Yorba Linda, Calif., Boston, Mass., Maitland, Fla.

8. Delaware North Companies

Industry: Hospitality, food and beverage, retail, lodging, gaming

Sample job titles: General manager, department manager, assistant manager, retail manager, sous chef

Location: Nationwide

9. DuPont

Industry: Agriculture and nutrition, electronics and communication, protection technologies, chemicals and Fluoroproducts, displays technology

Sample job titles: Process engineer, reliability engineer, research investigator, safety health environment consultant, Six Sigma Black Belt, general operator, laboratory technician

Location: Del., Va., N.J., W.Va., Texas, Tenn., La., Ala., Iowa, Ohio, N.Y.

10. Esurance Inc.

Industry:

Sample job titles: Interactive designer, sales agent, senior software developer, senior software developer, senior software developer

Location: Calif., S.D., Texas, Fla.

11. Grady Health System

Industry: Healthcare

Sample job titles: Neuro ICU RN, physical therapist, OR RN, medical surgery RN

Location: Atlanta, Ga.

12. Guardian Life Insurance

Industry: Insurance

Sample job titles: Financial representatives

Location: Nationwide

13. Ministry Health Care

Industry: Health care

Sample job titles: Registered nurse, home health nurse, pharmacist, physical therapist, certified nursing assistant, patient service representative, EMT, paramedic, phlebotomist, coder, certified medical assistant

Location: Marshfield, Merrill, Rhinelander, Stevens Point, Weston, Wausau, Wis.

14. Republic Services

Industry: Solid waste disposal services

Sample job titles: Driver, Account Executive, Mechanic

Location: Nationwide, with headquarters in Ariz.

15. Salson Logistics

Industry: Transportation

Sample job titles: CDL drivers, diesel mechanics

Location: Newark N.J., Conley, Ga., Smithton, Penn., Fishkill, N.Y., Ontario Calif., Plainfield, Ind.

16. Science Applications International Corporation (SAIC)

Industry: Professional services/government contracting

Sample job titles: Chief scientist, program manager, senior software engineer, electrical engineer, mechanical engineer, intelligence analyst, business analyst, project manager, cyber security analyst, geospatial analyst, linguist and marine scientist

Location: Md., Va., Calif., Ala., Fla., Colo., Hawaii, Texas, Tenn., Ariz., S.C., Ohio, La., Mich., Ga.

17. Sleepy's, LLC

Industry: Mattress retailer

Sample job titles: Sales professionals, showroom managers, inside sales representatives (call center), customer service representatives, warehouse associates, information technology professionals.

Location: N.Y., N.J., Conn., Mass., R.I. N.H., Penn., Del., Md., Va., Washington D.C.

18. Snelling Staffing Services

Industry: Staffing

Sample job titles: Administrative assistant, production worker, inside sales executive, welder, customer service representative

Location: Nationwide

19. Steritech

Industry: Food safety and pest prevention

Sample job titles: Service specialist-pest prevention, quality management specialist-food safety, district manager-food safety, sales account executive-pest prevention

Location: Penn., Ga., Fla., Ohio, La., N.J., Tenn., Calif.

20. Supplemental Health Care

Industry: Health care

Sample job titles: Registered nurse, travel registered nurse, physical therapist, travel physical therapist, occupational therapist, ICU registered nurse, emergency room, registered nurse

Location: Nationwide

21. UPS

Industry: Transportation

Sample job titles: Package delivery driver

Location: Nationwide

22. Vestas Wind Systems A/S

Industry: Wind energy

Sample job titles: Site manager, senior business development, sales manager, wind and site engineer, SCADA manager, technicians, P&C managers

Location: Nationwide

23. Volt Workforce Solutions

Industry: Recruitment (serving aerospace and defense, banking, entertainment, high tech, software, manufacturing, public utilities)

Sample job titles: Computer applications/systems engineering (.Net, Web, database and enterprise solutions), database and network administration, engineering (mechanical, electrical, software and QA), games testers, help desk (call center), administrative support, manufacturing and assembly, project management, PC/desktop technicians

Location: Nationwide

24. Warner Bros Entertainment Inc.

Industry: Entertainment and

Sample job titles: Coordinator, paralegal, director, vice president

Location: Burbank, Calif., Los Angeles, Calif., Seattle, Wash., Boston, Mass., New York, N.Y.

25. Warner Chilcott

Industry: Pharmaceutical

Sample job titles: Pharmaceutical sales representative

Location: Nationwide

26. Zimmer

Industry: Medical devices

Sample job titles: Engineering, sales, IT

Location: Ind., Calif., Minn., Texas

By Anthony Balderrama

How to Launch Your Career In a Lousy Economy

Great careers often begin with inauspicious jobs. Jim Skinner's first job after he got out of the Navy was trainee at a McDonald's restaurant in Carpentersville, Ill. Today, Skinner is the CEO of McDonald's Corp. Before Evan Williams cofounded the wildly popular social networking site Twitter, the college dropout did odd technology-related jobs throughout the country and created several start-ups that never got off the ground.

That's not to say that your first job isn't important. A growing body of academic research suggests that where you begin your career does matter—a lot. Many young Americans have entered or attempted to enter the workforce in the midst of this recession. But because of bad timing, they will not only have to work lower-paying jobs than those who graduated into better job markets, but they may also expect lower wages for well over a decade.

Recent college graduates are facing one of the toughest job markets in dec­ades. Casey Muller, who graduated in May 2009 from Rollins College in Winter Park, Fla., hoped to use his degree in international business to land a job in finance. But after he was rejected or did not hear back from about a dozen firms, the only job he was offered was a sales position that paid on commission. Muller didn't take the job out of worry that his lack of experience in the field would prevent him from making enough to pay for graduate school. "I eventually just got frustrated," he says. So Muller moved to Washington, D.C., to live with friends and try to find work waiting tables. "I don't have any experience, so I'm even struggling with that," he says.

Many people have to make compromises in recessions. But first-time job seekers may be forced to pay a price bigger than just working at a job that's not their top choice. Lisa Kahn, an assistant professor of economics at the Yale School of Management, has researched the long-term effect the 1980s recession had on the wages of college graduates. She found that for each 1 percent increase in unemployment, the wages of those who graduate from college during a recession are, on average, 6 to 7 percent lower than those of people who graduate when the economy is stronger. Although the gap closes over time, 15 years after graduation the decrease in wages can still be as high as 2.5 percent.

While Kahn's research focuses on only one time period, other academics have found a similar effect in different recessions. "College graduates who find a job in a recession suffer from wage losses that persist for a pretty long time before they catch up to their peers," says Hani Mansour, an assistant professor at the University of Colorado–Denver.

School or work? Many new job seekers must consider jobs that they would not otherwise be interested in. The problem is, a job that might seem temporary can have a long-lasting impact on a career. "You spend time developing skills at that job or other industry, while your counterpart who graduated at a better time is working in a job they've been interested in forever," says Kahn. "You could try to switch to what you're best at. But you haven't been developing those skills."

Ryan Kellett, who graduated from Vermont's Middlebury College in January, spent the previous semester looking for work in online media, hoping to leverage his earlier experience as an intern for National Public Radio. But after coming up empty in his job search, Kellett took a four-month contract with his alma mater, working as a research consultant. Though he is considering graduate school, Kellett says he's wary of leaving the job market. "I think it's important to get some practical work experience" before continuing his education, he says.

For the average person graduating and looking for work in a recession, grad school might actually be one of the best ways to avoid a long-lasting reduction in wages, says Kahn. "If you compare the people who got graduate degrees in good or bad times, they look similar" in terms of wages, she says. The tough economy helped convince Muller that he should delay the job search for a few years and go to law school. "As I reached senior year and heard how difficult it was to find work, it just solidified my desire to go to law school," he says.

Not giving up. Attending grad school is not the only way to avoid a long-term decrease in wages. The wage effect observed by Kahn and others is not an inevitability for anyone who starts a career in a recession. It is an average, and some people who are especially good at finding jobs will make more. It is difficult for researchers to measure many of the intangible skills that make some people better than others at finding jobs. For example, it is hard to measure how skilled a person is at networking, Mansour says.

But networking has become more important in finding a job in recent years, says Mark Mehler, cofounder of CareerXRoads, a staffing strategy consulting firm in New Jersey. "Employee referrals are the highest source of external hires" for companies today, he says, and that number has increased since the recession began. Networking is essential to standing out because "if an employer gets 500 resumes, which is average in today's job market, their job is not to read through all of those," says Raymond Rogers, director of career services at Rollins College.

Other job seekers are using less conventional means to get attention and find the best job—and wage—possible. Kellett has blogged about his job search on his personal website, and he considers that blog part of his resume. He even links to it in his cover letter. "If an employer looked at it, they would get an interesting and unique perspective from there," he says.

For Kellett, attitude is just as important as his resume. He has decided not to dwell on the bad luck of having to enter the workforce in a downtime for the economy. When he first started looking for a job, "I wasn't particularly worried, which was troubling to some of my friends," says Kellett. " 'Why aren't you freaking out about the job market?' they said. I really couldn't tell them why. It helps to have a positive attitude."

By Matthew Bandyk

How to Be a More Effective Communicator

Success as a supervisor, manager, or staff level employee is dependent on the ability to communicate effectively. Communication is about more that just works; it is about body language. facial expressions, posture, actions, reactions, and demeanor. Every twitch contributes to the concept one is communicating.

Instructions

Step 1

The first step to effective communication is to determine whether written communication is required, optional, or unnecessary. Typically it is only required when one is communicating something highly complex, lengthy tasks or directions, or to someone what has a history of not understanding or following through with spoken communication. It is also critical when one is attempting to create a paper trail for disciplinary or promotional actions.

Step 2

Now clarify the ideas prior to the communication. This means that one should clearly and thoroughly understand the problem, idea, and messages that one wants to communicate. This requires significant analysis of the situation. It is often helpful to outline what one seeks to convey. If one is emotional it is helpful to organize the thoughts prior to communicating them to minimize the emotional context in the communication.

Step 3

Now ascertain the purpose of the communication. Think about what the goal that you want to accomplish with the message is. Do you want information, action, paradigm shifts, or just to present a message. Tailor your approach to serve this object and be cautious about trying to accomplish too much with each communication. The more objectives you present the more diluted your message becomes and the lower the chance that your message will get across to the reader.

Step 4

Next consider the setting and try to choose the best environment to present your idea. The timing is critical if the listener is having a bad day he or she may be negative opinion that could be difficult to change. Think about the setting and if it provides privacy, if needed. Consider the current and past practices and whether or not you conform to these. Consider the medium, is the message best communicated in person, by memo, or by mail.

Step 5

Now be conscious of unintentional and unintended communications. The tone of your voice, your expression, your mannerisms, and your receptiveness to others can greatly influence your audience. If your voice is condescending or harsh, you expression negative, your mannerisms negative, and you show no receptiveness to others then the audience may take a dislike to you and regardless of how much sense you point makes, the audience may automatically go against you.

Step 6

Next make sure that you include something of help or value to the recipient. This will make them more responsive to your point of view and most likely more receptive. Even if you are telling the employee something negative such as counseling them on taking too much time on a project make sure to note how much you appreciate the effort

Step 7

Next follow up on the communication. Ask for response and reactions. This is a critical part of communicating because it enables you to adjust and take corrective actions.

Step 8

Think about the long range goals. Typically people communicate immediate needs, however communicating long range needs is just as important. It helps show how vital the idea is and how it is consistent with long range interests and goals.

Step 9

Remember that actions speak louder than words so ensure that your actions support your message. If you talk about the importance of arriving to meetings on time, yet show up to meetings late it is unlikely that people will follow what you say.

Step 10

Last but not least try to be a good listener. Communication is a two way street. The purpose of communication is to both give and receive information and feedback. It only works if both parties are open to listening and ask for feedback to ensure that the message is correctly interpreted by both parties. In order to be an effective listener one should concentrate on the works expressed, implicit meaning of those words, and attitude of the speaker.

By Cinda Roth

What the Résumés of Top CEOs Have in Common

In today's ultra-competitive marketplace, executives who reach the upper echelons of management tend to have set themselves apart from their peers through their keen intelligence, strong communication skills, organizational acumen, or some powerful combination of savvy and foresight. But one stripe is common to a full three-quarters of Fortune 100 CEOs today: They have all spent at least two years working in a senior position overseas, according to a new study by Healthy Companies International.

Although globalization is by no means new, the data suggests a rapid transformation in résumé requirements for leaders of the world's largest corporations. Just 10 years ago, about half of CEOs had held senior positions overseas, according to the study. It's not just CEOs who are going abroad. The percentage of Fortune 100 "C-suite" executives—those whose titles often begin with "chief"—who have had senior responsibilities overseas has jumped to 71 percent from 48 percent 10 years ago, according to the study. Go back even further—to, say, 20 years ago—and you'll find many companies in which overseas assignments actually took employees off the internal executive track. The mindset was such that, "once you step out of that arena, you've made a choice. Your passion is to live internationally, not to be a company man," says Mark Smith, president of Healthy Companies Research Institute.

Today, the mindset in such a company has likely flipped. "Now, that same company is aggressively seeking people with overseas experience, recognizing that not only their future growth but also much of their production is being performed overseas and they're hampered because they don't have the same diversity in their senior executives that their competitor does," Smith says.

There was a time that corporate America tended to believe that America had all the answers, says Benjamin Cole, an assistant professor of management systems at Fordham University. "If you go back historically, there was what you'd say was an ethnocentric view of the firm—that the headquarters had all the knowledge and if you opened a subsidiary in another country, basically you'd send someone over from headquarters who would then receive their marching orders," Cole says. "But as time went on, these foreign subsidiaries would show themselves to be versatile and creative."

It is safe to assume that many corporations have learned to embrace international understanding and experience the hard way. AT&T CEO Randall Stephenson spent several years working in Mexico City in the mid-1990s, serving as SBC International's director of finance. In an interview in March, Stephenson talked about the lessons he learned from running a business overseas—specifically, learning to embrace a different model in a different country. "If you are going to serve a diverse market, you better have on your leadership team people who know those markets, and not just from a numerical, demographics standpoint but people who have actually lived and breathed and operated in those markets," Stephenson said.

Business schools have been ramping up partnerships with schools and businesses overseas to allow MBA students some international experience. It's a little preparation for the road ahead. Most young business people today anticipate doing some work overseas, Cole says.

So much of what's learned abroad concerns cultural differences. The trend toward international experience may signal how much companies now value employees who understand the differences. "You have to have people who have an understanding that people can look at the same picture and see different things," Cole says. Firms over time have learned to make adjustments when expanding, particularly into countries that can be quite different culturally, like Japan or France. For example: "What does a deadline mean? It means a very different thing in Italy than it does in Japan," Cole says.

By Liz Wolgemuth

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Commission Based Jobs and Wage Theft

When it comes to wage theft, many employees who have been victims of their employers do not know if they have rights because they work in jobs that do not operate on a typical pay scale such as hourly or salary. Individuals who work in jobs that pay based on commissions often fall into this gray area.

But while it may seem that commission based jobs would not apply when it comes to basic rights under the Fair Labor and Standards Act, the requirements of employers are still fairly black and white.

The Fair Labor and Standards Act revolutionized employment standards and since its inception has continued to be the cornerstone of employment law and employee rights. Although commission based positions are technically the result of a mutual agreement between employer and employee, there are still a number of things that employers must legally provide including:

• Detailed records of all commission transactions, hours an employee works and how much those commissions work out to hourly.
• Payment that at least works out to the federal minimum wage--if an employees commissions are extremely low, the employee should not go home either empty handed or with an amount of money that is less than minimum wage. A working employee is a working employee and refusal to compensate for that work is wage theft.
• If the employee works in excess of 40 hours a week, he or she should be paid what would most closely equal out to overtime pay or time and a half.
• Employees should receive every commission that they rightfully earn--employers who keep commissions for any reason are likely engaging in wage theft.

Regardless of the type of payment a worker receives, every employee is entitled to the basic rights stated under the FLSA.

To find out more about commission based jobs and wage theft, visit the website of the overtime lawyers of Tycko & Zavareei, LLP.

By James Witherspoon